Friday Dec 02, 2022

New German COVID-19 Workplace Restrictions – The National Law Review


Tuesday, November 23, 2021

Due to rapidly increasing numbers of COVID-19 cases over the past few weeks, an amendment of the German Infection Protection Act (the Act) was passed last week. The amendments will enter into force on 24 November 2021.

The Act will drastically change the German approach towards COVID-19-related office entry restrictions (requiring proof of vaccination, recovery, or daily testing). It will also introduce a mandatory principle of “work from home wherever possible.” In particular, the following nationwide obligations will come into force for employees and employers in Germany:


Employers must offer their employees who perform office work or comparable activities the opportunity to work from home, unless there are “compelling operational reasons” for not doing so.

The Act itself does not specify what constitutes such “compelling operational reasons”. However, based on additional legislative materials, such “compelling operational reasons” may exist in particular where employees working from home would materially affect (a) business continuity (e.g., processing of incoming physical mail, work on physical information technology (IT) infrastructure, or similar), (b) special operational data protection requirements, or (c) the protection of trade secrets.

The employer’s lack of proper IT equipment or similar organizational shortcomings will generally not be a sufficient reason for not offering the ability to work from home. If at all, then such circumstances might only constitute a temporary reason that the employer will need to overcome as soon as possible (e.g., by ensuring that required equipment is made available).

Ultimately, the employer will bear the burden of proof to demonstrate that a sufficient reason for not offering the ability to work from home exists in each specific case. 

Employees generally must accept the employer’s offer to work from home unless there are “reasons” on their part for not working from home. Again, the Act itself does not specify what constitutes such “reasons.” However, the bar for employees will generally not be very high (i.e., they will generally be able to rather easily reject the offer to work from home). Based on additional legislative materials, such reasons, for example, could include lack of space, interference by third parties (such as children, spouses, or roommates) or lack of proper equipment at home. At the employer’s request, employees must notify their employer of the reasons preventing them from working from home.


To the extent employees are not obliged to work from home, strict workplace entry restrictions will apply. This will be the case for employees who either (a) do not receive a work-from-home offer from their employer (due to compelling operational reasons on the part of the employer), or (b) reject the employer’s work-from-home offer (due to reasons preventing them to work from home). The employer itself (including executives or other management) will be subject to these entry restrictions as well.

The restrictions will apply for each workplace where physical contact between employers and employees or with third parties cannot be avoided. There is no need for actual physical contact, but rather the mere possibility of meeting other individuals at the workplace will be sufficient to trigger the restrictions.

Entry to such workplaces will be allowed only if those individuals wishing to gain entry are fully vaccinated against, …….


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